In the context of talent shortages, remote work, and increasing occupational burnout, organizations face growing challenges in attracting and retaining qualified employees. In this setting, internal corporate reputation has become a strategic asset shaped by leadership, internal communication, organizational climate, and employee motivation. This study develops and validates an analytical instrument to measure internal corporate reputation from a strategic communication and employer branding perspective, using data from Spain and Costa Rica. The model was built on prior systematic reviews and benchmarking analyses of major employer branding rankings, including Merco Talento, Great Place to Work, and Inc.’s Best Workplaces, and integrates three core dimensions: Leadership, Organizational Climate, and Motivation. A panel of 12 academic and industry experts validated the instrument, showing high content validity (CVI > 0.83). It was then applied to 345 employees from public and private organizations. Results showed generally positive perceptions of leadership integrity, interpersonal relationships, and motivation, but also identified concerns related to micromanagement, communication gaps, emotional fatigue, and limited structural support. Findings indicate that employees place greater value on intangible and relational factors, such as ethical leadership, recognition, and transparent communication, than on tangible incentives, reinforcing their importance for a competitive employer brand.
Hütt-Herrera et al. (Wed,) studied this question.
Synapse has enriched 5 closely related papers on similar clinical questions. Consider them for comparative context: